Fellow Pilots, Over the past several weeks, the Company and the Union have been negotiating over changes to our current CBA in the form of a bridge agreement. Many of you have asked what that means. Simply put, a bridge agreement would amend and replace the 2016 collective bargaining agreement ahead of future negotiations with Allegiant over a joint collective bargaining agreement (JCBA) covering the combined Allegiant and Sun Country pilot groups. Any bridge agreement that we would support must provide Allegiant pilots with long overdue improvements to their pay, benefits and working conditions. The bridge agreement would trigger the payout of retention bonuses upon ratification of such an agreement by members of our Union. While regulatory approvals from the DOJ and DOT have been achieved on an expedited basis, integration of the pilot groups will not occur until after there is a seniority list integration and a contract (for example, a JCBA) covering the combined pilot groups in the future, among other steps in the process. For our pilot group, entering JCBA negotiations with an improved version of current CBA would be doubly beneficial: 1) we get improvements sooner rather than later; and 2) we have a stronger foundation in JCBA negotiations because our current contract would have improved. In order to reach improvements to our current CBA in the short term with a merger on the horizon, your Negotiating Committee must focus on bargaining priorities, meaning some issues will be addressed now and others later in JCBA negotiations. After careful consideration, we believe pursuing meaningful improvements now is the most beneficial option for Allegiant pilots, therefore, we have been pursuing that path. On the morning of March 31st, the Company presented its initial bridge proposal. This proposal included some improvements for the pilot group, but it also contained provisions that were unacceptable and primarily benefited the Company. We presented our counterproposal via Zoom on Friday, April 10th, and met with the Company in mediation on April 16th and 17th to receive their response. In mediation, we made some progress, but the Company’s proposal did not satisfy our priorities for a bridge agreement. While the Company’s counterproposal did not result in an agreement, we see a path forward. This week, the Union and Company continued discussions outside of mediation. Those discussions were constructive and we are waiting for a new proposal from the Company. We believe there is an opportunity to reach an agreement that delivers meaningful quality-of-life improvements, compensation increases that begin to move us away from the bottom of the industry and other improved terms and conditions. Now, more than ever, unity within this pilot group is critical. We have said it before, and it bears repeating: your support and solidarity are essential as we navigate this phase of negotiations. Our goal is to ensure we secure priority improvements now and enter JCBA negotiations from a position of strength, with a solid foundation already in place. We ask you to stand with us as we continue this effort.

Fraternally, Your Negotiating Team

Fellow Pilots, Your Negotiating Team was in Las Vegas March 31st through April 2nd for a scheduled mediated session with the company at Allegiant Headquarters. Jack Stephan, the NMB assigned mediator, also traveled to Las Vegas to attend this session in person. On the first day of the session, March 31st, your Negotiating Team received a response from the company on the Union’s full-language PBS LOA pass from the previous week. While the proposal did include some areas of movement in the Unions direction, it also included some areas that required further analysis and a counterproposal. Shortly after that presentation the company presented your Negotiating Team with a proposal to reach amendments to the CBA on an expedited basis. After this presentation, your Negotiating Team went back to the Local Union office to begin to analyze and develop responses to the company’s proposals. During the second day, April 1st, your Negotiating Committee continued to carefully analyze and diligently work into the evening on the two documents presented to your Negotiating Committee the previous day. After working internally for most of the third day, April 2nd, your Negotiating Team met with the mediator and company. We provided an update on our progress. We told them that the plan was to have a full-language response to the company’s PBS LOA proposal by the close of business Friday April 3rd, which is what we did. We expect management to respond later this week. We continue to work the company’s expedited CBA proposal and plan to respond to the company soon. The company and your Negotiating Committee have scheduled more mediated sessions for the following dates: April 17th, May 7-8th, and tentatively May 14-15th, and May 18th Your Negotiating Committee remains focused on achieving the contract this pilot group deserves. We appreciate your continued support. Look for additional updates after we respond to the company.

Fraternally, Your Negotiating Team

Fellow Pilots,

The Negotiating Committee met with the company this week in Las Vegas on 9-12 February for Mediated negotiation sessions.

On Monday, the company provided the NC with a term sheet outlining the basis for a PBS LOA which was similar as their previous proposals. On Tuesday, to break the logjam on scheduling the NC passed the company a term sheet which included significant movement from the Union’s previous proposal.

Both parties caucused separately on Wednesday and met again for further discussions on Thursday. During the Thursday session, the NC answered questions and clarified the terms of our proposal. Additionally, the company introduced additional items for discussion.

The company will continue to review the Union’s term sheet in preparation for providing a response.

The next mediation sessions are scheduled for February 26th and 27th, followed by March 9th-11th. We will provide an update following the next mediation session.

Your Union remains focused on securing the contract Allegiant Pilots deserve. With your continued support and unity, we will achieve our collective objective.

In Unity,

Negotiating Committee
Allegiant Air Pilots
Teamsters APA Local 2118

Fellow Pilots,

The Mediator, Union and Company had a scheduled in-person mediation session in Washington, D.C. from October 20-22, 2025. The mediator was not present due to the government shutdown. The parties agreed to meet without the mediator. The Negotiating Committee attended the meeting in-person with the company’s attorney and negotiating consultant. Unfortunately, management decided not to attend the negotiations in-person and chose to attend the meeting virtually instead.

These sessions produced no new agreements and the vast majority of each of the three in-person sessions were squandered due to the company’s lack of preparation and internal dysfunction. The company did not present a comprehensive counterproposal, informing the Union that it had failed to cost out the Union’s comprehensive proposal or any of the company’s previous proposals. Additionally, the company failed to pass Section 15 as the Union repeatedly urged the management to do. The primary focus for the first two sessions was the value and defer items in Section 9 – Vacation, Section 10 – Sick, and Section 16 – Reserve. The final day was spent discussing the remaining open items in Section 12 – Vacancies.

The company informed the Union that it would not be able to provide a comprehensive counterproposal until it could complete “accurate” costing, despite nearly 4.5 years of negotiations and nearly a two-month advance notice of these bargaining dates. Management has insisted that their internal costing “experts” are critical to bargaining discussions. However, the company’s costing personnel were not available to meet with the Union’s costing expert (who was present in DC for three days) until well into the final day of bargaining, and then only for one hour over Zoom.

On a somewhat positive note, it appears that management has accepted that delaying negotiations because it cannot properly cost out its own proposals or respond to ours is inexcusable. Management informed the Union during the last session that it will immediately retain an outside firm to handle their costing going forward. That decision speaks volumes. Without saying it outright, management has effectively confirmed what we’ve known all along. When they were attacking the Union’s costing, which is accurate and supported by verifiable data, they were trying to hide a basic truth: Allegiant’s claims simply have no basis in fact. While we are somewhat encouraged that they’ve finally sought outside help at this late stage of negotiations, it is a stunning indictment of their own internal process and the false propaganda campaign that Allegiant officials waged against our Union and your NC. Hopefully, a greater reliance on qualified third party contractors and consultants on the company’s part will expedite these negotiations.

The company has indicated that they will be ready to resume bargaining when we reconvene during the week of November 10, 2025. The Union remains singularly focused on reaching a fair agreement before year’s end. Despite the Company’s continued dysfunction, our team remains united, data-driven, and unwavering in its resolve to deliver a contract that reflects your value and professionalism.

Stay engaged, stay informed, and stay confident. 

The facts and data are on our side — and so is our future.

In Unity,

Captain Joshua Allen
Negotiating Committee Chairman

Captain Jay Killen
Pilot Negotiator

Captain Brad Keller
Pilot Negotiator

Captain J.R. Lynch
NC Chief of Staff

Captain Jim Cole
Recording Analyst

Fellow Pilots,

“If the facts are against you, argue the law. If the law is against you, argue the facts. If the law and the facts are against you, pound the table, scream like crazy, and hope for the best”. -Unknown

Management must be the original author of this quote as their latest communication is the truest reflection of it. By now, you have had the time to read and digest management’s latest negotiations update. Some may be perplexed by management’s tone which, even for this management team, was decidedly more immature and incendiary than usual. If you consider the way that management was summarily embarrassed and delegitimized over the course of the last few days, you can better understand their reaction in an email that they likely wish they could take back. Worthy of note, not a single “company negotiating team” member was willing to put their name on or take ownership of their written masterclass of self-inflicted humiliation.

This week, the parties focused on costing. The company’s “costing analysis” was flat out wrong and embarrassingly so. Management’s analysis is so outlandish that it is impossible to believe that it was produced by a trained professional. Our economist credibly demonstrated that the company’s “analysis” was riddled with either amateurish errors or intentional falsifications. On average, individual item costs were inflated by more than 50% — with some exaggerated as high as 99%. Some of the more ridiculous statements that we heard from the company’s negotiators include:

“I think we were too aggressive in assuming that 100% of all sick time would be used.”

For perspective, management’s math shows that the cost of the Union’s proposal would somehow be hundreds of thousands of dollars more per pilot per year than industry-leading contracts on a relative basis. The company’s “work” is an insult to common sense. Their analysis had little factual basis to be deemed credible analysis, and the Union unequivocally demonstrated this fact. If this analysis was the same used to green light the Sunseeker Resort, we now better understand why it resulted in a colossal failure.

There was little room for disagreement with the Union’s analysis. When confronted with the facts, management was forced to painfully admit their errors in their own costing fantasy. They had no choice but to admit that they double-counted certain items and were “too aggressive” in costing numerous others. They were wrong and perhaps deliberately so. Avoiding accountability is one of management’s core values, so admitting their substantial errors, which our economist proved are material, must have been painful. Even still, management flat out refused to provide the Union with all of the requested information and data that their analysis is based on, including the formulas and assumptions it used to create such ridiculous numbers.

To further exaggerate the Union’s position, management has reversed its position and now claims that the retention bonus is a “cost” of the Union’s proposal. This is in direct contrast to their previous statements that the money was already “banked” away, accounted for, responsibly set aside and waiting to be paid. Apparently but unsurprisingly, this isn’t true. In fact, in the last few weeks the company quietly made a small, yet material change to the verbiage of your retention bonus emails that all but confirms this.

“Please find below an update on the retention bonus the company is banking for you until we achieve the ratification of a new collective bargaining agreement…” July 2025-previous

“Please find below the estimated retention bonus amounts the company is accruing based on your Position and Longevity…” August 2025.

This subtle but material change from “banking” to “accruing” exposes the truth: management, including the CEO, will spin any story necessary to suit their narrative. The Union’s prior concerns regarding the bonus are sustained. In a most magnificent display of financial ineptitude, it appears management never actually “banked” anything to prepare for the day they would actually have to pay the bonus. They are now using the $200M+ retention bonus payment, which they should have responsibly set aside, to further pad their already inflated claims of the Union’s proposal cost.

Management falsely claims that the Union’s Negotiating Committee told the company to “sell planes” to pay for the contract. That is a lie. When the company claimed that Allegiant was in a weak financial position, our economist held management accountable for CEO Greg Anderson’s own statements to our pilots regarding the financial condition and liquidity of the airline. In part, we read verbatim:

“Allegiant currently maintains over one billion dollars in available cash, as well as an additional billion dollars in fleet value that can be leveraged if necessary, demonstrating that the liquidity is there to fund your full retention bonus, which sits today around $160 million.” -Greg Anderson, CEO

Predictably, they retreated to the tired “bankruptcy” trope that they use as an excuse to delay a contract. To claim bankruptcy for a cost less than what management wasted on Sunseeker and other ridiculous pet projects is an insult to the dedication and hard work of every pilot on this property. Regardless, it was management who presented the idea of selling airplanes and “burning the furniture” to pay for the contract. Shockingly, the company’s negotiating team then completely threw their CEO right under the bus — and then drove over him when he was down just to be sure — by summarily dismissing Anderson’s referenced statement to pilots and claiming those numbers can’t be relied on and are misleading, in part because the one billion dollars in cash isn’t actually “available” (even stating “you know how these things go.”) After being humiliated, attacking the person who signs your checks appears to be management’s logical escalation.

In their update, management goes even further by implying that the mediator is on their side (in fact, mediators are neutral) and using thinly veiled attacks by repeatedly referring to “the Trustee and his appointed negotiators.” Appointed, elected, or otherwise is of no relevance to the company. It is clear that management is (now openly) advocating for the replacement of your Union representatives, and certainly not because management has your best interests at heart. Their only hope now is for a negotiating committee that they control who will kowtow and endorse a substandard contract. Questioning the method by which the Union selects committee members is a black and white attempt to interfere with internal Union affairs. This level of desperation has not been previously seen during these negotiations.

Despite their public temper tantrum, at the bargaining table management admitted that their costing analysis was wrong in many areas and thus not credible. After years of refusing to do so when requested by the Union, and being held accountable for their material misrepresentations, it was management who suggested on Friday that their costing expert should meet with ours “in person, with their laptops out.” The Union is happy to oblige.

Late in the evening on Friday, the company sent a comprehensive proposal to the Union. The mediator has requested that both parties refrain from discussing the particular details of the comprehensive proposal publicly until after the next mediation session. The Negotiating Committee will comply with the mediator’s request, but to temper any expectations, refer to the company’s last comprehensive offer from June 2024 for insight into what we received.

We hope that we have finally put the remaining rumors about the company’s bargaining behavior to bed, including:

“If the Union gives the company a comprehensive, management will negotiate much faster.” or “The Union is always unprepared and hasn’t costed anything.” or “The company will give you whatever you want, it’s your Union that won’t negotiate and ask for it.” or “Your retention bonus is set aside and already accounted for. It doesn’t affect bargaining.”

Management’s message exposed their true objective – avoid a new contract as long as possible, undermine the Union, and keep you working under an outdated contract for as long as possible. Regardless, the company’s desperation messaging and divide and conquer tactics simply won’t work.

Management is out of time, out of excuses, and running low on options. Their communications will be louder, more personal, and more targeted, as the company desperately tries every possible option to break you. They will do it themselves or use their proxies to attack you and your NC publicly. Don’t fall for it.

What’s Next: Mediation will resume in Las Vegas the week of September 22. Before then, the company’s costing expert and the Union’s economist will meet in-person as previously discussed. The Negotiating Committee remains prepared and dedicated to your goal – securing the long overdue contract that the Allegiant pilot group deserves and will receive through our collective strength and unity.

We will keep you updated with any new developments. Thank you for your support!

By Name and In Unity,

Captain Joshua Allen
Negotiating Committee Chairman

Captain Jay Killen
Pilot Negotiator

Captain Brad Keller
Pilot Negotiator

Captain J.R. Lynch
NC Chief of Staff

Captain Jim Cole
Recording Analyst